AI and HR: A partnership or one replacing the other?

By  Nancy Malekia

Artificial intelligence (AI) is rapidly transforming various sectors and Human Resources (HR) is no exception. While some fear AI will replace HR professionals, the reality is more complex. AI, when implemented strategically, can be a powerful partner, enhancing human capabilities and revolutionising how HR functions.

In Tanzania, this debate takes on particular urgency. Businesses are navigating a rapidly changing economy where mobile phone usage is widespread, but advanced technology adoption remains uneven. For a workforce characterised by diversity and a mix of urban and rural dynamics, the implications of AI in HR are profound. Yet, the answer to whether AI will replace HR is clear: it won’t. Instead, AI is poised to become a powerful partner that enhances HR’s impact—if we get the partnership right.

The potential of AI in HR

1. Recruitment without bias: Recruitment is one of the most time-consuming tasks for HR teams. Traditionally, hiring decisions are vulnerable to unconscious bias and human error. AI changes this by using algorithms to screen resumes, shortlist candidates, and even conduct preliminary interviews. Instead of spending weeks sifting through CVs, HR managers can focus on making strategic hiring decisions.

For example, a fast-growing Tanzanian financial institution could deploy AI to process thousands of applications for front office positions, ensuring that every candidate is evaluated objectively. This doesn’t just save time—it levels the playing field for job seekers.

2. Data-driven insights: AI is transforming how businesses manage staff performance. Tools powered by AI can track productivity, flag patterns, and even predict staff turnover. For industries like logistics or agriculture, where workers are geographically dispersed, this could be a game-changer.

3. Improving employee engagement: Imagine a chatbot, accessible via SMS/WhatsApp, that staff can turn to for questions about payroll, leave policies, or benefits. Or think of an app that regularly checks in with workers to gauge morale and collect feedback. For Tanzanian businesses with remote teams or operations in rural areas, AI can bridge communication gaps and foster engagement in ways that human HR teams may struggle to achieve alone.

 4. Personalised training and development: AI can assess individual employee performance and recommend tailored training programs to address specific skill gaps. This personalised approach ensures that staff receive relevant development opportunities, fostering a more capable workforce. For example, a bank can utilise AI analytics to identify staff needing Risk and Compliance training, resulting in a significant improvement in audit performance.

Challenges and considerations: The human element

For all its power, AI is no substitute for the human touch. HR is fundamentally about people—and people are complex. They bring emotions, cultural contexts, and challenges that no algorithm can fully understand. This is particularly true in Tanzania, where personal relationships and face-to-face interactions are deeply ingrained in the workplace culture.

1. Empathy and emotional intelligence: AI can flag a staff’s declining performance, but it can’t discern whether that decline is due to workplace stress, a personal crisis, or a lack of motivation. Only a skilled HR professional can uncover the root cause through conversation and empathy.

2. Cultural sensitivity: Tanzania’s workforce is as diverse as its geography, encompassing different languages, traditions, and values. AI systems often rely on standardised algorithms, which might overlook these cultural nuances. A human HR team, familiar with the local context, is irreplaceable in navigating these complexities.

3. Trust and connection: Staff don’t just want efficient processes—they want to feel seen, valued, and understood. While an AI chatbot might answer a question, it cannot replace the trust built through personal interactions with HR professionals. In a Tanzanian context, where relationships are central to workplace dynamics, this connection is critical.

 4. Bias and fairness: AI algorithms are trained on data, and if the data reflects existing biases, the AI system may perpetuate or even amplify those biases.  

 A Tanzanian perspective

For many Tanzanian businesses, adopting AI in HR might seem out of reach due to cost or limited infrastructure. However, mobile-first AI solutions designed for low-resource settings could change this narrative. Imagine AI-powered tools accessible via basic mobile phones, delivering HR services in Swahili or other local languages. Such solutions could democratise access to AI and make it viable for small and medium-sized enterprises across Tanzania.

Partnerships between tech companies, telecommunications providers, and the government could further accelerate this transition. By creating affordable, localised AI tools, Tanzania can leapfrog into the future of work without requiring heavy investments in technology.  

The verdict: Partners, not replacements

AI has the potential to revolutionise HR, but it’s not about replacing humans. Instead, AI should be viewed as a powerful tool that enhances human capabilities, enabling HR practitioners to work more efficiently, make more informed decisions and create a more positive and productive work environment. 

As we embrace this new era, let us remember that technology is only as powerful as the people behind it. The future of HR in Tanzania lies in finding the balance between innovation and humanity.

AI can bring efficiency, but it is the human connection that will always remain the heart of HR. Together, they can create workplaces that are not only more productive but also more compassionate—and that is a future worth striving for.

Nancy Malekia is an HR practitioner with over 10 years’ experience in shaping impactful HR strategies and fostering organisational people transformation. These insights are based on her recent research on the topic